Shahid Hossain
MGT 351
Chapter 4 The recruitment and selection process
-This process includes
-Formulating plans for future openings
-Analysis of the positions to be open soon
-Determining whether interviewing internal or external
candidates
-Its an integral part of a firm’s strategic plans
-Firms must know in advance how to find right people for
future advancement
-The process includes
-Employment planning and forecasting
-Build a pool of candidates
-Call for applications to be filled out by applicants
-Test to screen out most applicants
-Factors of forecasting personnel needs
-Demand for the product or services are good indicator
- Other factors may include
-Projected turnover
-Quality and nature of employees
-Some of the employee’s skills may become
obsolete
-In those positions they may have to hire new
people
-Technological or administrative change
-The financial resources available to the firm
-Specific techniques for personnel forecasting
-Trend analysis
-Study of a firms’ past employment needs to predict
future needs
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Shahid Hossain
MGT 351
-Past may not hold always true for future prediction
-Environmental conditions may change
-Ratio analysis
-Forecasting technique for future staff need by using
ratios of sales volume and number of employees
needed
-E.g. if 200,000 dollar sales were generated by 100
sales people than the
ratio is $2000 sales: 1 sales man. From here we can
calculate how many people we need for 8 million
dollar sales
-Shortfall
-Like trend analysis ratio analysis also
assumes that productivity remains static
and salespeople cannot be motivated to
increase sales when actually the can be
motivated
-Scatter diagram
-Graphical method used to identify relationship
between two variables
-Computerized forecast
-There software packages available to determine the
firm’s future personnel needs using the forecast
number on sales and personnel
-Required data
-This method is very helpful to find the staff need for
clerical positions, assembly line workers etc.
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Shahid Hossain
MGT 351
-Managerial judgment
-Judgment may include
-Decisions to enter into new market or venture
new opportunity
-Technological and administrative changes
-Forecasting supply of inside candidates
-Managers usually try to hire from inside first
-Qualification inventory
-This info helps HR to promote employees
-Manual system and record keeping charts
-A form called “personnel inventory and development
record” is set up
-Employee’s education and company-sponsored
training are listed
-Computerized information system
-Many software packages are available for this
-Even Access can be used to do query
-Data in the computerized information system includes
-The matter of privacy
-Employee’s data bank stores a great deal of information that
can be very personal
-Federal law protects an employee’s privacy
-These data banks are only accessible to those who are
privileged
-Internal sources of candidates
-Advantages of hiring from within
-Raises the spirit of competition
-Inside candidates require less training and orientation
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Shahid Hossain
MGT 351
-Problems:
-Many managers may know well in advance who they
will hire internally
-Those who don’t get the promotions may become
disloyal
-Personnel record
-This record may uncover employees who already have
education and skills beyond but are underutilized
-Skill banks
-Computerized stored database on employees’ skills can be
very useful for inter department transfer where a dept. may
require additional skills for a task that their depts.. may not
have.
-Succession planning
-Big companies usually have plans for suitable replacement if
the CEO gets sick
-Some qualified senior managers are selected for this
contingency plans and they are given advance training
-Sometimes they are even kidnapped
-Forecasting the supply of outside candidates
-Involves searching outside for employees
-Requires knowledge of
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-
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-General economic condition
-Know the unemployment rate first
-Several govt. agencies publish these rates periodically
including dept, of labor and many universities
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Shahid Hossain
MGT 351
-Occupational market condition
-Recruiting job candidates
-Once the HR dept. is instructed they start to get the
applicants pool
-How the recruiters conduct interviews is very important
-HR must make sure that the job description or other
requirement have not been changed in due course of time
-Advertising for candidates
-Two decisions have to be made
-Media type and the ad itself
-Principals of help wanted ads
-AIDA model is usually followed
-A for Attentions
-Ad must be able to attract attention
-I for Interest
-D for Desire
-A for Action
-Ad should be able to prompt action
-Legal challenge
-Many believe that ads that are gender specific should be
made illegal
-Employers should not be age specific
-Employment agencies
-Privates agencies for personnel is a new concept in BD
-They conduct the initial interviews and then they send them
to the client’s company to be further interviewed
-Firms may use these agencies if in the past they had
difficulties to pool candidates
-For every hire using the help of the agency, they agency will
charge a commission
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Shahid Hossain
MGT 351
-Advantages of using agency
-As per Wall street Journal
-Using agency help in cutting cost for interviews
-Helps in interviewing the potentials only
-Helps you to select the most qualified candidates
-Disadvantages of using agency
-Unqualified may by-pass initial interviews nab end directly
to the client co.
-How to overcome the problems of the agencies
-Contingent workers and temp agencies
-Students, part timers, seasonal workers, etc
-They work part time, full time but on contractual basis
-Who are temp agencies?
-Usually they are expert in supplying blue-collar
workers and minor clerical workers
-Headhunters
-Also known as executive recruiters
-Usually they deal with higher paid jobs
-HCEs and NHCEs
-Qualification of a headhunter
-Make sure the firm is capable to search extensively
-Choose a recruiter you can trust
-Talk to some of their clients
